TODAY’s NEED

⚫ SMARTER BUSINESSES
WITH
⚫ SMARTER SOLUTIONS

⚫ SMARTER PEOPLE
ORIGIN OF SMARTER PEOPLE
⚫ MATURING DEMOCRACY
⚫ POLITICALLY STABLE
⚫ ECONOMICALLY GROWING

⚫ COMFORT LEVELS
⚫ SPEAK FROM HEART / FREEDOM OF EXPRESSION
⚫ FREE & OPEN TO WORK / EMPOWERMENT
Systems approach to HRM
⚫ An enterprise cannot work in isolation.
⚫ Has to adjust its working to suit the environment.
⚫ Subsystems: Departments that are created in an
organization to carry out its business
effectively.
⚫ Each subsystem has a number of further
subsystems.
Important Subsystems
Human Resource Management
System
⚫ Transforms inputs to outputs.
Personnel Productive
Human Resource

⚫ HR system interacts closely with all other

subsystems.
⚫ Quality of people in all subsystems depends
upon policies of HRM System
Organizational Design

Compositi
Place
on
PLACE & COMPOSITION
Place Of HR
⚫ Size Matters!!!!
Department
⚫ In case of a small
unit…………
Small unit
owne
r

Productio Sales Office

Accountant
n Manager Manager
manager

Personne
l
assistant
 Large Unit

Chairman /
MD

Director Director Director Director Director

Production Finance HRM Marketing R&D
PLACEMENTS OF HR MEMBERS
IN LARGER ORGANIZATIONS
⚫ HEADQUARTERS

⚫ REGIONAL

⚫ SUB-REGIONAL OR LOCAL
MAJOR SUB DEPARTMENTS IN
HR
⚫ RECRUITMENT
⚫ PERFORMANCE MANAGEMENT / COMPENSATION
DEPARTMENT
⚫T & D
⚫ ADMINISTRATION & PERSONNEL MANAGEMENT
⚫ PAYROLL WING
⚫ OD DEPARTMENT
⚫ WELFARE DEPARTMENT
⚫ LEGAL WING
HRM Environment
⚫ Proactive not Reactive………
⚫ Factors affecting HRM Environment
⚫ External Environment
⚫ Internal Environment
 External Environment
⚫ Economic Factors

SUPPLIERS CUSTOMERS GLOBALIZATION

COMPETITORS

⚫ Political – Legal Factors

⚫ Social and Cultural Factors
⚫ Technological Factors
⚫ Unions
⚫ Professionalism
Internal Environment

MISSION
EXPAND GLOBALLY TILL 2025

POLICIES
REDUCE EMPLOYEES IN NUMBER

ORGANIZATIONAL CULTURE
RETENTION OF LOYAL EMPLOYEES

ORGANIZATIONAL CONFLICT
ADDRESS THE PROBLEMS EITHER
EARLIER OR LATER
Human Resource Planning
⚫ What???  When???  Where????

⚫ HOW???
HRP……
⚫ The process by which a management determines how
an organization should move from its current
manpower position to its desired manpower position.

⚫ Right Number and Right Kind of people 

Right Places  Right Time  to do things
which result in both the organization and
individual receiving maximum benefit.
HUMAN RESOURCE PLANNING
⚫Right number of people with right skills at
right place at right time to implement
organizational strategies in order to achieve
organizational objectives
⚫In light of the organization’s objectives,
corporate and business level strategies, HRP
is the process of analyzing an organization’s
human resource needs and developing plans,
policies, and systems to satisfy those needs
 CORPORATE VS BUSINESS LEVEL STRATEGIES

⚫ CORPORATE---TOP LEVEL---MUSSION
STATEMENT

⚫ BUSINESS LEVEL: AT DIFFERENT LEVELS---TO

BUILD & MAINTAIN COMPETETIVE ADVANTAGE
 HUMAN RESOURCE PLANNING
⚫Setting human resource objectives
and deciding how to meet them

⚫Ensuring HR resource supply meets

human resource demands
 Example of the Basic Human Resources Planning
Model

Organization Human Resource Human Resource Feasibility

Requirements Programs
al Analysis
Objectives
 HRP Model
⚫ Strategic Human Resource Planning
⚫ Links 1 & 5: HR objectives are linked to organizational
objectives and planning
⚫ Designed to insure consistency between organization's
strategic planning process and HRP.
⚫ So objectives of strategic plan are feasible and
⚫ HR programs are designed around what
organizational objectives and strategies
require in terms of human resource goals
Objectives of HRP
Assessing manpower

Assessing skill requirement.

Determining T&D needs

Anticipating shortage and surplus of

staff. Controlling overstaffing

Alignment of hrp objectives with

organizational objectives
Shortcomings of the model
- HRP in Practice
⚫ May lack knowledge required for forecasting
⚫ Incorrect assumptions about effectiveness of HR
programs
⚫ Does not engage in strategic planning
⚫ Resistance to change present HR systems
HRP should be :
⚫ Done to guide and coordinate all HR activities so they
work together to support the overall strategy

⚫ Responsive to internal and external environment

⚫ Planning - done in advance

⚫ Strategic - linked with higher level planning

Process of HRP
Analysis
Preparing
objectives
of and Manpower
strategic plans manpowe
forecastin
of the company r
g
inventory

Manpower T& D Appraisal

of
plans Programmes
manpower
planning